It can be very distressing if you have been accused of discrimination, bullying, harassment, or sexual harassment. It’s important to be aware that IDS will not make assumptions and will not consider a person ‘at fault’ until an accusation has been investigated. All those involved in a complaint will be treated fairly and offered advice and support.
It’s good practice to take time to reflect about the other person’s perception of your behaviour. Even if you feel that your behaviour was well-intentioned, your words or actions may have hurt or offended another person, and this may be thought of as an opportunity for learning, or perhaps for a change of approach.
• Listen carefully to the complaint and to the particular concerns expressed.
• Stop the behaviour that’s been complained about straight away; if you are deemed to have bullied or harassed somebody after their objection to your behaviour was made known to you, this will be seen as a more serious issue.
• You are likely to need advice and support to understand the complaint: find a way to discuss the matter with someone you trust, such as a manager or cluster leader, or an HR Advisor to provide appropriate support.
• If you feel you are being unjustly accused, consider asking at HR Advisor for mediation. At IDS we use external trained mediators to lead supported discussions involving you, the person alleging ill-treatment. The mediator may enable you to discuss the issues and help you explore a way forward.
What happens when something is reported?
When a report is made by a staff member about a staff member, partner, contractor or student, there are procedures that will be followed. The reporting party may wish to speak to an HR Advisor to discuss their options for resolution.
If early resolution is pursued then the reported person will be contacted by an appropriate manager or cluster leader, HR Advisor, or a member of the Senior Leadership Group, to explain the appropriate steps to take to try and resolve the matter. This may include, a facilitated restorative discussion between the two parties, external mediation, coaching, or interventions at a team or cluster level.
If a formal investigation is undertaken, the reported behaviour of a member of staff will be investigated under the Resolution and Grievance Procedure.
Get Support
Students who are concerned about their behaviour can speak to:
Student Support and Wellbeing
Staff who are worried about their behaviour can speak to:
IDS's Employee Assistance Programme (EAP)
Their Trade Union